Director, Human Resources Business Partner

You are as unique as your background, experience and point of view. Here, you’ll be encouraged, empowered and challenged to be your best self. You'll work with dynamic colleagues - experts in their fields - who are eager to share their knowledge with you. Your leaders will inspire and help you reach your potential and soar to new heights. Every day, you'll have new and exciting opportunities to make life brighter for our Clients - who are at the heart of everything we do. Discover how you can make a difference in the lives of individuals, families and communities around the world.

Job Description:

At Sun Life, we look for optimistic people who want to make life brighter for our Clients. We understand the value of diverse cultures, perspectives, and identities, and want you to bring your full and authentic self to work. Every day, you’ll be empowered and challenged by working with dynamic colleagues to find new and innovative ways to make Sun Life the best benefits company in America. 

The opportunity: 

We are searching for a Director, Human Resources Business Partner that is passionate about shaping the employee experience, helping business leaders reach their goals and enabling employees to grow and thrive. 

The Director, HR Business Partner is an essential part of the business unit’s leadership team partnering with business leaders to understand the work they do, the challenges they face, and the goals they are working to achieve today and in the future. You will use that knowledge to guide, challenge and coach them to ensure they have the talent capabilities needed to drive and support their business objectives. 

How you will contribute: 

On any given day, you might:

• Act as a business leader to drive the talent and culture agenda at the department or group level; partner with business leaders to implement and measure the outputs of the talent strategy
• Strategize, develop and execute on specific talent priorities and needs of the division
• Practice an agile mindset; prioritize, re-prioritize and adjust time and effort on strategic advisory work to respond to the ever-changing business needs and focus on work that will provide maximum value to the department and its leaders; adjust HR and talent strategies to respond to ever changing business needs
• Establish HR and talent initiatives and solutions, consulting and influencing leaders and managers to address employee engagement at a divisional level
• Proactively stay on top of market and industry talent trends and best practices to evolve talent strategies
• Identify key talent trends and insights by taking a data-driven approach (e.g., synthesizing HR data and analytics against external best practices) to develop custom strategies and tactics that drive the right business outcomes
• Take a data-driven approach to uncover talent and culture insights to develop custom strategies and tactics that drive the right business outcomes
• Use effective storytelling to consult with leaders on performance and outcomes and to ensure programs are meeting expected outcomes for the business and conveying an intended story
• Serve as a coach and trusted advisor, providing coaching and career development to the divisions and its leaders and influence them to achieve tangible business outcomes
• Maximize one’s “seat at the table” by being an active strategic partner with leadership at leadership team meetings and one-on-ones
• Partner with U.S. Centers of Excellence (COEs) and Global COEs to advance HR initiatives and measure outcomes for the business
• Be an active advocate of change through fostering proper change management practices
• Serve as a champion for Diversity and Inclusion, partnering with business leaders to implement and monitor the success of key DE&I initiatives
• Constantly focusing on continuous improvement— both in business and HR matters—to support strategic initiatives and driving business outcomes
• Work with leaders to plan and execute Business as Usual (BAU)/annual talent activities (e.g., mid-year and year-end performance cycles, compensation reviews)
• Lead talent reviews and succession planning efforts with senior leadership
• Coach leaders and as needed, serve as the first point of contact on performance, compensation and other escalated employee issues in collaboration with the U.S. COE and/or HR Services
• Support the execution of HR and talent programs in the business in collaboration with U.S. COEs and/or Global COEs
• Consult and influence leaders on critical BAU matters and solutions that lead to tangible business outcomes
• Participate in high-impact recruitment efforts for the business, such as leadership interview panels, and executive assessment debriefs in collaboration with U.